Looking to hire? Got all the whole process intact? But make sure getting your long term strategy right! Recruitment is a tricky game, one wrong vibe and you can flee the most promising candidates.
It is vital to have an optimized hiring process to make the most out of your next recruitment drive. So that you save time and invest in the things that matter more like, personal interviews, trying to analyze and assess potential candidates.
Here are a few tips to make the most out of your hiring efforts;
More useful means of interview
Promising applicants are oftentimes overlooked as HRs tend to focus on the technical competency of the candidate instead of focusing on other vital aspects such as motivation, character, emotional intelligence, and coachability. This is where personality tests such as the DiSC test can come in useful, and you can view the cost of a DISC test here if you’re interested in implementing it in your hiring process.
Often, you need to let the applicants ask you questions. Making them ask questions will help you to understand what’s important to them. And help you assess if they’re interested in working for your organization. Always give a realistic preview of the organizational work environment to attract the right candidate.
According to a survey by Leadership IQ, over 825 of the 5000 managers admitted that they have resorted to wrong recruits due to external issues like lack of confidence and time. Always be open and honest about the work culture of your company.
That is the key to retain potential candidates. A LinkedIn report stated that over 83% of applicants approved that they changed their mind about joining a company after a negative interview experience. Investing more of your resources toward encouraging word of mouth is a win-win for your hiring strategy and your company’s reputation.
Applicant Tracking System
The best you can do for your organization’s recruitment process is to invest in an ATS or Applicant Tracking System. Not only will you help your organization save money but also valuable time. The ATS automates the methods of searching for potential talents and jobs across the internet, including interview scheduling, applicant sorting, and one-click job posting to various sites.
Ensure you check your organization’s size and budget before availing an ATS. There are many options available in the market, so do some proper research before getting the best Applicant Tracking System.
Improve applicant sourcing
Even after getting a proper job at a company, many candidates still want to get new job opportunities. Look out for these passive candidates. They can enhance your chances of getting great hires. Adapt to whatever new techniques you can find to get in touch with talent, even the passive one.
For example, look into social media threads related to Marketing to hire a SEO specialist. You need to enhance your candidate sourcing method by attending events like meetups, conferences, and industry events where you can get a hold of the professionals whom you are planning on hiring. For example, visit a Java developer’s meetup if you are looking for android developers.
You can also outsource your applicant sourcing to a company like go fractional, who have a myriad of qualified professionals ready to fill the skill gaps in your company. This is a great way to hire leadership without the commitment of hiring a full-time executive. This can save you time during the recruitment process, as these candidates have already been vetted for you.
Check out for Boolean strings to discover proper candidate resumes. You can search for standard Boolean strings from a simple Google search to find candidate profiles. If you want to search for qualified candidates in the fastest way possible, then you have to invest in sourcing tools.
Company branding
If you are looking for new candidates for your employer, make sure that your organization brand highlights why candidates should work for you and what sets your organization apart from other organizations. The organization’s values, culture, and mission should be adequately reflected in the organization’s branding.
Check out how prominent casino game operators like Chelsea Palace place all their organizational information clearly on their website in a transparent manner. Candidates look for these authentic indications of a good company and accordingly apply for their job roles.
Research reviews and ratings posted about your organization on social media, forum pages, and whether or not the company advertisements go well with the branding, because your promising candidates are reading that too and you don’t want to miss out on them.
Social media presence
Nowadays, most organizations use social recruiting to hire millennials. To get in touch with prospective candidates, advertise jobs, and find talent, you need to get on social media. Major brands flew to success with this simple approach.
Make sure that your presence in social media is in accordance with the organization’s branding and values. Perform a background check on your candidates and check out their previous employers if you can. One way you could do this is by hiring a Private investigator Bristol (or wherever you are) as they will have access to things beyond the public record and can thus ensure a thorough background check is performed.
Hiring via referrals
It is time that we accept the importance of employee referral programs in getting potential candidates for an organization. This acts as a secret weapon for many organizations.
By using an excellent referral program in your organization, you will be able to reap certain benefits such as less money spent hiring, shorter on-boarding, shorter time to hire, better quality hires and low turnover rates. This is also cost effective as it does not require much and give relevant results quickly, unlike employer branding.
Recruitment efficiency
Build a proper checklist to check all the standard processes. This will help you to prepare for screening calls, interviews, and you will know that you have all the information about a specific candidate before speaking with them.
Make sure that you update your recruiting email template regularly. Choose proper templates for inviting candidates for interviews and asking for referrals. You need to invest in recruiting software and freelancing websites which will help you to get in touch with global candidates. As part of the hiring process, ask candidates to provide work samples or take aptitude tests which will help you reduce the number of applicants and saving hiring manager’s time.
